本文關(guān)鍵詞： 心理資本 幸福感 離職傾向　出處：《上海師范大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：處在不穩(wěn)定、不確定、復(fù)雜、模糊時(shí)代,企業(yè)面臨著激烈的競(jìng)爭(zhēng),復(fù)雜多變的管理情境給組織帶來(lái)了前所未有的挑戰(zhàn),團(tuán)隊(duì)成員時(shí)刻面臨著快速變化的工作環(huán)境和日益增長(zhǎng)的工作要求的壓力。而團(tuán)隊(duì)的整體氛圍是團(tuán)隊(duì)成員開(kāi)展工作的重要背景,對(duì)成員的工作態(tài)度、行為表現(xiàn)和心理健康等有重要的影響。本研究致力于探索工作場(chǎng)所中團(tuán)隊(duì)成員心理資本和團(tuán)隊(duì)整體心理資本對(duì)團(tuán)隊(duì)成員離職傾向和幸福感的作用機(jī)制。研究選取國(guó)內(nèi)一家呼叫中心的24個(gè)客服團(tuán)隊(duì)作為研究被試,采用問(wèn)卷調(diào)查法共收集24個(gè)團(tuán)隊(duì)和配對(duì)的248位團(tuán)隊(duì)成員數(shù)據(jù),并對(duì)所得數(shù)據(jù)進(jìn)行了描述性統(tǒng)計(jì)分析、信度分析、相關(guān)分析和多層線(xiàn)性分析等統(tǒng)計(jì)處理。研究結(jié)果顯示:(1)團(tuán)隊(duì)成員心理資本對(duì)其幸福感具有顯著的正向預(yù)測(cè)作用;(2)團(tuán)隊(duì)成員心理資本對(duì)其離職傾向具有顯著的負(fù)向預(yù)測(cè)作用;(3)不僅如此,團(tuán)隊(duì)整體心理資本能夠正向預(yù)測(cè)團(tuán)隊(duì)成員的幸福感,負(fù)向預(yù)測(cè)團(tuán)隊(duì)成員的離職傾向。研究進(jìn)一步豐富了心理資本的研究,結(jié)果啟示組織管理者應(yīng)當(dāng)重視提升團(tuán)隊(duì)成員的心理資本,使這一積極的心理品質(zhì)成為團(tuán)隊(duì)成員有效應(yīng)對(duì)工作壓力的重要資源,進(jìn)而提升他們的滿(mǎn)意度、工作表現(xiàn)和心理健康。此外,團(tuán)隊(duì)整體的氛圍是團(tuán)隊(duì)成員重要的工作背景,提升團(tuán)隊(duì)整體的心理資本對(duì)提升團(tuán)隊(duì)成員的幸福感,降低團(tuán)隊(duì)成員的離職率有重要的現(xiàn)實(shí)意義,提供給組織管理者多方位的人力資源管理方法。
[Abstract]:In the unstable, uncertain, complex and fuzzy era, enterprises are facing fierce competition, and the complex and changeable management situation has brought unprecedented challenges to the organization. Team members are under constant pressure from a rapidly changing work environment and growing job requirements. The overall environment of the team is an important background for the team members to work in, and their attitude towards the work of the team members. Behavior performance and mental health play an important role. This study aims to explore the role of team members' psychological capital and team's overall psychological capital on turnover intention and well-being of team members in the workplace. Twenty-four customer service teams from a call center in China were selected as subjects. The data of 24 teams and 248 matched team members were collected by questionnaire, and the data were analyzed by descriptive statistical analysis and reliability analysis. Correlation analysis and multilevel linear analysis. The results show that: 1) the psychological capital of team members has a significant positive predictive effect on their well-being. 2) the psychological capital of team members has a significant negative effect on their turnover intention. Not only that, The overall psychological capital of the team can positively predict the happiness of the team members, and negatively predict the turnover intention of the members of the team. Results Organization managers should attach importance to enhancing the psychological capital of team members so that this positive psychological quality becomes an important resource for team members to deal with job stress effectively and then enhance their satisfaction. In addition, the overall atmosphere of the team is an important working background for the team members. Improving the overall psychological capital of the team is of great practical significance to enhance the happiness of the team members and reduce the turnover rate of the team members. Provide multiple human resource management methods to organization managers.
【學(xué)位授予單位】：上海師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92

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